Why you may have unconscious gender bias

The words of my doctor from earlier that morning were still ringing in my ears when I found myself slamming the brakes of my car to avoid a nasty collision. An incompetent driver was cutting across two lanes at a roundabout just in front of me. Still perspiring somewhat I carried on to drop off my screaming child with the nanny. It was a hectic morning.

What exactly is unconscious gender bias and why do we have it? Unconscious, or implicit, bias happens outside of our control and awareness. It’s automatic and reflects the associations we acquire as we socialise into the culture we grow up in. You can test your own implicit biases more scientifically by taking this Implicit Association Test. The test was designed to capture the brain’s learnt automatic associations. Since it is based on time reactions it can bypass our social desirability concerns and tap into unconscious biases. As such it is reportedly superior to self-report measures of prejudice in predicting behaviours.

Implicit bias is a result of our mind developing mental shortcuts to navigate the complexities of reality efficiently. It is often evolutionarily adaptive. For example, we automatically favour flowers over insects, which protects us from being stung by something that might harm us – a spider for example. This is both a normal preference for most people but has also been seen in implicit association tests. However, implicit association studies also show that we favour the young over the old, the white over the black and heterosexuals over homosexuals. But what about unconscious gender biases?

We only need to look to the recent American presidential election to see some real life examples of this effect. Donald Trump himself claimed that “nobody respects women more than I do” just three months before a record of his boastful groping account was revealed.

So what about implicit bias towards men? Are they wonderful too? Again, it depends. Women implicitly prefer an egalitarian to a sexist or “typical” man, while men prefer that same egalitarian male less. Male public and private sector workers in my samples show slight implicit preference for a househusband over a businessman male type – perhaps due to the homely men’s greater likeability. Still, when compared to women, traditional males – such as those in authority or leadership roles – are preferred.

Unconscious bias limits, among others, people’s occupational prospects. The first step to deal with this is an awareness of the problem. The nature of our cognition and thinking processes means that all of us are vulnerable to various unconscious biases and all of us may be subjected to them. For example, one study showed that men under-performed on social sensitivity tests (for example decoding nonverbal cues) when they were told that the test assessed social sensitivity and produced better scores for women than men. Men who were told that the test assessed information processing did not under-perform.

Being aware of our own unconscious bias can help. However, prevention requires motivation. Therefore, anonymised recruitment processes, mentorship, carefully managed collaborative work environment and training can also help.

However, since unconscious bias has its roots in the social world we live – where we learn associations from the gender roles we see around us – the surest way to diminish it is to provide alternative associations.

This could be achieved by encouraging equal participation of men and women across traditionally gendered social roles. Once all doctors, drivers, nannies and world leaders are split fairly between male and female – and we see this represented across the media and elsewhere – over time we can move towards equal implicit associations. In the meantime we need to at least make the unconscious conscious so that it is less likely to play a trick on us.

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